Essays on The Main Features of a System of Industrial Relations Coursework

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The paper 'The Main Features of a System of Industrial Relations" is an outstanding example of business coursework.   Industrial relations is a widely studied subject in modern days. This is because of the rise in industrialization in every part of the world, causing the need to be keen on the occupational issues surrounding the industrial field. It is impossible to have good progress in industrial operations without highly regarding labourers, laws regarding them and relationships with them and among themselves. The gap between management and labourers also needs to either be reduced or totally covered.

The industrial relations field cannot be termed as one, which focuses on one discipline; it covers many disciplines, which all revolve around relationships in the employment arena (Budd 2004). Not only does it cover relationships in employment in industrial areas only; it has spread even to the corporate sector of employment, and most people refer to it as employment relations instead of industrial relations. Better still, others refer to it as labour relations, because they feel that just calling it industrial relations makes it look shallower than it actually is (Kaufman 2004). What is “ Industrial Relations? ” Industrial relations come from two separate words, each of which has its own meaning.

The word “ industrial” is in relation to anything related to industries, which means that it covers production. The word “ relations” obviously shows that it entails relationships. In production, there are many people and groups involved, and there is a structure of how these different individuals or groups relate to each other. In addition, the main form of relationship-focused on here is the relationship between the employers (or managers) and employees or labourers (Mullins 2005). When the two terms are combined, industrial relations simply focus on demystifying the relationship between employers and labourers, and the context of this relationship is mainly organizational.

This means that unions are mainly focused on because they are the basic way through which solid relational structures between the two parties can be established. The main reason why industrial relations exist is to focus on the relationship between the two mentioned parties, but this is not where it stops (Barrow 2002). It also covers human resource, union-management and relations between employees.

These three areas broadly cover the three main types of relationships in the workplace, which include employer-employee relationships, employee-employee relationships and employer/employee-union relationships. Not only are such relationships focused on independently, but the expression and growth of these relationships are also focused on. Conflicts, decision-making and bargaining are also covered in this subject of industrial relations (Edwards 2007). The Main Features of a System of Industrial Relations Industrial relations are a subject that has three major features: science building, dispute resolution and codes of ethics and conduct. In the first feature, industrial relations mainly cover issues pertaining to social sciences, which include relationship structures in the industrial or workplace context.

Various areas are researched on so that this feature of industrial relations is effective. Such areas include labour laws, labour economics, human resource, politics, psychology and sociology (Budd 2004). In the second feature of industrial relations, dispute resolution is mainly focused on. Policies are drafted which will help improve the relationships in the industrial and organizational context. Not only are policies made, but institutions and unions are formed to help represent each party fully and so that it will be easy for any complaints and disputes to surface and be accessible.

This is as opposed to when there are no such unions because it becomes very hard for individual complaints and disputes to come to the attention of the industrial relations specialists (Ackers 2003).

References

Ackers, P., and Wilkinson, A. 2003. Understanding Work and Employment: Industrial Relations in Transition. Oxford: Oxford University Press

Barrow, C. 2002. Industrial Relations Law. London: Routledge.

Budd, J. 2004. Employment with a Human Face: Balancing Efficiency, Equity, and Voice. Cornell: Cornell University Press.

Edwards, P. 2007. Industrial relations: theory and practice. Oxford: Oxford University Press

Kaufman, B. 2004. Theoretical Perspectives on Work and the Employment Relationship. Industrial Relations Research Association.

Kelly, J. 2002. Industrial Relations: Approaches to industrial relations and trends in national systems. London: Routledge.

Mullins, L. 2005. Management and Organizational Behavior. New York: FT Prentice Hall.

Salamon, M. 2000. Industrial Relations: Theory and Practice. New York: Prentice Hall.

Sappey, K. 2009. Industrial Relations in Australia. Sydney: Pearson Education Australia.

Wooden, M. 2000. The Transformation of Australian Industrial Relations. New York: The Federation Press.

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